应聘者印象管理研究述评

应聘者的印象管理行为在求职面试情境中是一种普遍现象,其目的旨在赢得面试考官的良好评价。应聘者印象管理行为包括有3类策略：获得性策略、保护性策略及非言语策略;同时,对应聘者印象管理行为的测量也要从印象管理策略的测量和印象管理风格的测量两个方面入手。另外,在整合已有文献的基础上,还从面试情境与应聘者印象管理行为、应聘者个性特质与印象管理策略使用、应聘者印象管理行为与面试结果及招聘者对应聘者印象管理识别等4个方面综述了应聘者印象管理研究的发展现状,并指出了现有研究存在的问题及未来研究的方向     

Impression (Mis) Management When Communicating Success

People routinely engage in impression management, for example, by highlighting successes. It is not yet known how people attribute their success (to talent vs. effort) to give a positive impression. Three experiments explore this question and test whether people’s attributions of success receive favor from their audience. The findings show that, in impression management situations (e.g., job interview or date), people communicate their effort less than audiences would prefer. Thus, success alone may not be enough to make a positive impression on others; emphasizing effort as the cause for success also matters.     

Social Desirability Scales as Indicators of Self-Enhancement and Impression Management

This article presents 2 studies testing Paulhus's (2002) assumption that unconscious self-enhancement and conscious impression management represent separate processes of socially desirable responding (SDR) that can be observed within 2 content domains (egoistic and moralistic bias). In Study 1, we devised egoistic and moralistic SDR scales intended to measure self-enhancement in honest responding and impression management under demands for positive self-presentation. In Study 2, we correlated scores on these scales with external indicators of self-enhancement and impression management. In honest responding, both SDR scales most strongly correlated with self-enhancement indicators, whereas under demands for positive self-presentation they correlated more strongly with external measures of impression management.     

从个体印象管理到组织印象管理

组织印象管理（OIM）关注组织如何通过行为和信息的调控来影响受众的知觉问题,成为当前印象管理研究的新领域。组织印象管理与个体印象管理具有互动关系;个体印象管理研究为组织印象管理研究奠定了基础。未来组织印象管理研究的重点领域包括：研发组织印象管理的评价工具,了解组织印象管理的策略,认识组织印象管理策略使用的后效,并突出组织印象管理的在我国的实际应用研究     

情境公开性与印象管理动机对建议采纳的影响

实验1和实验2分别探讨在公开和匿名条件下期望印象和印象标签对建议采纳的影响。结果表明：（1）期望印象会影响建议采纳，在公开情境中，当个体期望形成温暖的印象时，会更多采纳建议；当个体期望形成能力印象时，建议采纳程度更低。（2） 印象标签会影响建议采纳，在公开情境中，当个体期望维持原有的温暖印象时，会更多采纳建议；个体期望维持原有的能力印象时，建议采纳程度更低。本研究证明建议采纳过程中存在印象管理机制。     

Impression Management Use in Resumes and Cover Letters

Purpose

This study contributes to the ecological validity of resume research by systematically examining the impression management (IM) content of actual resumes and cover letters and empirically testing the effect on applicant evaluation.

Design/methodology/approach

A content analysis of the frequency and intensity of IM tactic use in 60 resumes and cover letters was completed (Study 1). Next, an experiment was conducted in which IM tactic use was manipulated and the effect on applicant evaluation examined, using a sample of MTurk workers as evaluators (Study 2).

Findings

In Study 1, four self-promotion categories, three ingratiation categories, and one hybrid category were delineated. In Study 2, ingratiation and lower intensity self-promotion were found to increase perceptions of job and organization fit.

Implications

Employers should be aware that resumes and cover letters contain IM tactics that may influence applicant evaluation. In addition, employment training programs might communicate the benefits of using ingratiation and lower intensity self-promotion, while emphasizing the importance of accurately conveying one’s qualifications. Furthermore, the present taxonomy of IM resume content might be applied to resume database search engines to identify and index IM tactic use.

Originality/value

This research is the first to develop a taxonomy of IM tactics based on actual resumes and cover letters and may facilitate more comprehensive manipulations of IM tactic use and better integration of IM research across the selection process.

     

The Effects of Coaching and Speeding on Big Five and Impression Management Scale Scores

We examined the effects of coaching and speeding on personality scale scores in a faking context (N = 192). A completely crossed 2 × 2 experimental design was used in which instructions (no coaching or coaching) and speeding (with or without a time limit) were manipulated. No statistically significant effects on scale scores were evidenced for speeding. Coaching participants significantly elevated scores (average d = .76) for each of the Big Five personality factors but did not significantly elevate the scores on the Impression Management scale (d = .06). Cognitive ability was significantly positively related to impression management for uncoached participants but not for coached participants. An exploratory simulation suggests that coaching would have an effect on who would be selected for a job.     

Dodging the double bind: the role of warmth and competence on the relationship between interview communication styles and perceptions of women’s hirability

In two studies we examine how feminine, masculine and hybrid impression management tactics affect perceptions of job applicants in interview settings. Study 1 (N = 133) results indicated that a hybrid tactic was more effective than a feminine tactic to portray competence. Similarly, a hybrid tactic was more effective than a masculine tactic to portray warmth. Further, perceptions of competence and warmth predicted ratings of likability and hirability. Study 2 (N = 222) replicated Study 1 and showed that applicant gender did not affect the results. The results indicated that hybrid tactics enable members of both genders to appear competent and warm in an interview.     

Effectiveness of Impression Management Tactics Across Human Resource Situations1

An experimental study was undertaken to explore the effectiveness of impression management tactics in various situations. To manipulate the variables of interest, 6 different scenarios were created by crossing 2 independent variables: impression management tactics (self-focused or other-focused) and situation (employment interview, performance appraisal, or training session). Respondents, 178 human resource professionals, were mailed a survey that contained 2 of the 6 scenarios. In each scenario, respondents rated the person described in the scenario on performance, provided their affective impressions, and determined the appropriateness of the impression management cues given the situation. Results indicated a significant interaction between the use of impression management and the situation. These findings are compared to past research, and suggestions for future directions for the study of impression management are outlined.     

The use of the occupational stress indicator (OSI) in factory workers in China

The purpose of the study was to investigate occupational stress among Chinese factory workers (N=342), from three cities of South East China, using the shortened version of the Occupational Stress Indicator (OSI)-2. The results showed that the reliabilities and predictive validity of the OSI-2 subscales and other subscales used for the study were reasonably high. Quite a high percentage of workers perceived high work pressure. The main sources of stress were intrinsic to the job; and the coping strategies that were most frequently used to tackle stress were “control” methods. In addition, “satisfaction on environmental condition” seemed to be a common predictor for job satisfaction, and mental and physical well-being. The logical relationships between job satisfaction, mental well-being and physical well-being in Chinese workers have provided support to the findings obtained in Western countries.     

A Cybernetic Model of Impression Management Processes in Organizations

Recent theory and research have suggested that a significant portion of human behavior in organizations is motivated by impression management concerns, that is, by the desire to be perceived by others in certain ways. However, the complex interpersonal dynamics of impression management in organizations remain largely unexplored. This paper synthesizes theory and research across several disciplines and literatures to present an integrative, process-oriented model of impression management in organizations. Potential applications and implications of the model for management research and practice are discussed and directions for future research are provided.     

印象整饰的测量及其在人力资源管理中的应用

印象整饰是一个人通过一定的方式影响别人形成对自己的印象的过程。近年来,印象整饰日益受到心理学、组织科学的关注,成为一个重要的研究变量。本文回顾了印象整饰的研究脉络,评介了4种印象整饰的测量工具,概述了印象整饰和人力资源管理关系的研究。对我国开展印象整饰方面的研究特别是组织中的应用提供了一些建议和思路。     

Differential Effectiveness of Applicant Impression Management Tactics on Employment Interview Decisions1

It has been a commonly held belief for some time that applicants attempt to manage impressions of interviewers in the employment interview process, but only recently have researchers begun to examine systematically the tactics applicants use, and how effective they are. The present study contrasted two sets of impression management tactics used by applicants and observed their effects on interviewer decisions in a controlled laboratory experiment. An applicant who employed self-focused-type impression management tactics was rated higher, received more recommendations for a job offer, and received fewer rejections from business students, who had just completed an interviewer training program, than when he used other-focused-type tactics. The implications of these results in terms of both theory and practice are discussed.     

Development and psychometric evaluation of the Male Body Attitudes Scale (MBAS)

A measure of men's attitudes toward their body (MBAS) was developed and evaluated via three independent samples of college men. In Studies 1 and 2, factor analyses determined and cross-validated the MBAS's underlying structure. Three factors emerged from the items: muscularity, low body fat, and height. Studies 1 and 2 provided construct (i.e., convergent, concurrent, and discriminant) validity evidence for the MBAS total scale and subscales; they were related or not related as expected to drive for muscularity, body esteem, internalization of the muscular ideal, pressures for muscularity, pressures for thinness, self-esteem, body comparison, eating disorder symptomatology, and impression management. Study 3 revealed that the MBAS total score and subscale scores were stable over a 2-week period. The internal consistency reliabilities for the total score and subscale scores were high across all three studies. The MBAS should prove useful for researchers and clinicians interested in men's body image assessment.     

Prepared to fake? The relationship between applicants’ job interview preparation and faking

Multiple frameworks and models postulate an effect of job interview preparation on faking. Two studies were conducted to examine if applicants’ interview preparation is correlated with higher faking. Besides analyzing the general extent of preparation, we also distinguished between different preparation categories. In Study 1 (N = 237), a presented preparation video led to higher intentions on image protection but did not increase overall faking intentions. Study 2 (N = 206) focused on past preparation and impression management (IM). The total time spent on preparation was positively correlated with faking. Applicants’ preparation via online videos and professional interview preparation was correlated with higher deceptive and honest IM. Preparation via online videos was additionally correlated with a higher perceived interview difficulty.     

The Mentalization Scale (MentS): A Self-Report Measure for the Assessment of Mentalizing Capacity

The psychometric properties of a new 28-item self-report measure of mentalization, the Mentalization Scale (MentS), were examined in 2 studies: with a sample of employed adults and university students (N₁ = 288 + 278) and with a sample of persons with borderline personality disorder (BPD) and matched controls (N₂ = 62 + 62). Besides the MentS, both studies employed measures of attachment and the Big Five; Study 1 also included assessments of empathy and emotional intelligence. MentS whole-scale internal consistency was good in the community and acceptable in the clinical sample (α = .84 and .75, respectively). A principal components analysis of Study 1 data yielded 3 interpretable factors, or subscales: Self-Related Mentalization (MentS-S), Other-Related Mentalization (MentS-O), and Motivation to Mentalize (MentS-M). These showed acceptable reliabilities (α = .74–.79), except for MentS-M in the clinical sample (α = .60). MentS scores further exhibited a coherent pattern of correlations with cognate constructs and the Big Five, relating positively to empathy, trait and ability emotional intelligence, openness, extraversion, and conscientiousness, and negatively to attachment avoidance and anxiety, and neuroticism. Persons with BPD scored significantly lower on MentS total and MentS-S. The proposed scale is thus deemed suitable for quick, yet meaningful, assessments of mentalization in both individual differences research and clinical contexts.     

印象管理及其相关研究述评

近年来,印象管理日益受到社会学、心理学等领域的关注,成为一个重要的研究变量。文章回顾了印象管理概念的由来及发展过程,介绍了国内外有关印象管理的研究现状,对已有研究进行了评价,并对未来研究进行了展望。对我国学者进一步开展有关印象管理的研究提供了新的思路     

Alcohol self‐presentation: the role of impression motivation and impression construction

Two studies examined impression motivation (IM) and impression construction (IC) processes in college freshman alcohol use. In both studies, students completed individual difference measures related to IM and alcohol IC. In Study 1 (n = 232), participants were assigned to IM (low vs. high) and IC (alcohol vs. control) conditions and then created a personal profile. In Study 2 (n = 65), participants reported levels of IM and alcohol IC, and number of drinks during each evening's social interactions for 3 weeks. Situational alcohol IC was positively related to whether participants presented themselves as an alcohol user in their profile (Study 1) and in the amount they drank (Study 2). In Study 2, the association between IC and drinking was moderated by IM.     

Narcissism,self-esteem,and the phenomenology of autobiographical memories

Across two studies, we investigated the influence of narcissism and self-esteem along with gender on phenomenological ratings across the four subscales of the Autobiographical Memory Questionnaire (AMQ; impact, recollection, rehearsal, and belief). Memory cues varied in valence (positive vs. negative) and agency (agentic vs. communal). In Study 2, we used different memory cues reflecting these four Valence by Agency conditions and additionally investigated retrieval times for the autobiographical memories (AMs). Results were consistent with the agency model of narcissism [Campbell, W. K., Brunell, A. B., & Finkel, E. J. (2006). Narcissism, interpersonal self-regulation, and romantic relationships: An agency model approach. In E. J. Finkel & K. D. Vohs (Eds.), Self and relationships: Connecting intrapersonal and interpersonal processes. New York, NY: Guilford], which characterises narcissists as being more concerned with agentic (self-focused) rather than communal (other-focused) positive self-relevant information. Narcissism predicted greater phenomenology across the four subscales for the positive-agentic memories (Study 1: clever; Study 2: attractive, talented) as well as faster memory retrieval times. Narcissism also predicted greater recollection and faster retrieval times for the negative-communal AMs (Study 1: rude; Study 2: annoying, dishonest). In contrast, self-esteem predicted greater phenomenology and faster retrieval times for the positive-communal AMs (Study 1: cooperative; Study 2: romantic, sympathetic). In both studies, results of LIWC analyses further differentiated between narcissism and self-esteem in the content (word usage) of the AMs.